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The Enterprise 2.0 is slowly coming to an end. We're at the final keynote round about 'Framework of the Social Enterprise & the Future of Work'.
First up Marie Taillard. Marie challenges us to look beyond the enterprise to the ecosystem. Where is the value in the ecosystem? Where is your customer at? Are we - at the summit - focusing enough on the customer? Internal and external can and should help each other.
Then Peter Vander Auwera about 'Corporate Rebels United, the start of a corporate spring?'. Our orgs no longer serve our needs. They cannot keep pace with the current world. Corporate rebels wants to address this. They love the organizations they work for and address the issues in the organization from a deep personal conviction.
21st century practices of new orgs according to corporate rebels: organizational structureleadingshipstrategic options portfoliodecision makinglean executionsystem innovationself-expression
And Dion Hinchclliffe has the honor to …

Now a practice panel about 'Social as Enabler for Corporate Behavior Change'. First up Celine Schillinger who has been addicted to social collaboration by accident.Celine shares 3 cases in which she has experienced and facilitated change within the company she works for (large pharma company): It all started with an email from her to the CEO, that received no answer. She forwarded it to a small group of friend-colleagues and it became viral. This multi-disciplinary/multi-divisional group of employees decided to meet over lunch and try to address this in a good way. They continued to meet in real-life and support the community with Yammer (called WoMen - capitals are deliberate). They created 62 crowdsources solutions (related to gender-balance. Then the CEO said: Let's meet over lunch. The CEO proposed to do a workshop with the whole leadership team about this topic. From then on this topic was on the agenda and is 'implemented' in the performance metrics. After th…

So, what comes first social tech or new organizational structures, Lee asks.

Step 1 is deal with your org chart, your organizational structure. The culture of work is changing. We are talking about human resources instead of resourceful humans. Productivity has gone quantum. 12 people is the new army.

Hierarchy is one dimension of the organization. It exists and will continue to exist, but it is very expensive to get things done. We will move to small, coordinate agile teams. The general manager that has no specific skills is not something of the future and are generic best-practices.
Communities and networks are the new structure (or actually the old structure of the org). Podular working (Dave Gray) needs an underpinning service platform.
There are companies doing this, like Kyocera (amoeba ma…

Jane defines the digital workplace as the intersection of people, tools and organization.

The two main drivers for the digital workplace are:increasing organizational intelligence;gaining efficiency & cost savings
Key to transformation Jane found in her latest research is that the top management and operational management are twice as involved in strategic decision-making with respect to the digital workplace.
Much more was shared in her slides. Too much, too fast to keep up. I focused on studying her slides instead of blogging... Sorry.
Next up Michel Ezran about the research Lecko does on the adoption of enterprise social networks. They try to measure the level of engagement in 15 organizations.
Some findings: a few transversal communities generate most of the ESN valuedeploying and using a tool does not guarante…

Claire simply had too much slides and information to give you a good summary. Which is great (to be clear)! I'll share a couple of notes from the talk below.

A nice overview of research Jive did on the value companies are getting was shared by Claire (and is inserted in this blogpost).

Business value of internal social was only realized when organizations did the following:

senior leaders role-modellingintegrate social into day-to-day activitiesremoval of other tools
So, how to change your organization and get them ready for internal social? Claire shares the following steps:

process (define what the new way of working looks like, definitely for executives - use cases, which is not persona-focused, focus on processes)incentives (reward open leadership, bonus tied to 'open' objectives)comms/marketing (executive 'launch' message, success stories)traini…

A panel discussion about 'Key factors for strategic enablement' is kicked off by Emanuele Quintarelli. He shares his research on the state of affairs of Enterprise 2.0 projects in Italy. Not a pretty sight: no goals, leaders don't understand, no metrics, but also... social business is here already. Companies are just doing it.

So, how do we move forward? Some remarks by the panel:

Luis Suarez says we are confronted today with the fact we should manage for the longhaul. Employee disengagement is the big issue we should address. Management is the barrier, so we should address that.David Terrar says we should bring internal social back to hard business factsChee Chin Lie: talk less about strategy, but do it. It talks time. BASF is only two year into internal social and he sees lots more potential for his company (and other companies). At BASF recognizes this takes time, but they found it of strategic important.

The first practice panel about 'Social as Enabler for Strategic Business Excellence' by Joachim Heinz and Martial Tardy.
First Tardy of Solvay about the Solvay and Rhodia merger facilitated by means of an Enterprise Social Network. Learnings: don't fear misconduct, fear a ghost townreverse the communication streamsget in gear with a new editorial tempoget on top of social technologies
Next Heinz about Bosch's social business initiatives. Bosch has 300.000 employees. Why social business at Bosch? Because of the network society and to tap into the potential of the huge number of employees. They want to develop to an agile, open and transparent business system in a highly connected environment. Steps they distinguish are ( top-down approach): guidelines and principle (e.g. only 20% closed communities, open/transparent by default)technology and processes (developed an entirely new onboarding wizard developed jointly by Bosch and IBM - helps newcomers understand why, their p…

I'll liveblog large parts of the Enterprise 2.0 Summit. I'll try to publish my notes as soon as the talk is over.
First talks at the Enterprise 2.0 Summit are by Jon Mell and Dan Pontefract about 'Heading from Engagement to Passion in Future Work Performance'. Flat army
First, Dan Pontefract about 'Flat army'. Pontefract starts with some stories about his experience in corporate life. Why do organizations feel like jails? Research (Gallup a.o.) shows employee engagement is horrible in most large organizations? In the US research shows this leads to huge losses in productivity. Disengagement is a huge issue in organizations.
How do we avoid disengagement in organizations? Most people want to find purpose at work. At Telus, the company Dan works for with 40.000 employees, they use several different models to encourage engagement in leadership, collaborative tools, etc.
Telus had engagement issues. Half of the employees were not engagement. They decided to address…